Author Archives: Rusty Rueff

About Rusty Rueff

Rusty Rueff, author of purposed worKING. Rusty Rueff is the former Chairman Emeritus of The GRAMMY Foundation in Los Angeles. He most recently completed the successful 16 month leadership role as Coordinating National Co-Chair for Technology for Obama (T4O) for the reelection of President Obama and ten-years of Board service and President of the Board of Trustees of the American Conservatory Theater in San Francisco. Corporately, most recently Rueff was the Chief Executive Officer at SNOCAP, Inc. until the acquisition of the company by imeem, Inc. in April 2008. Before joining SNOCAP in 2005, he was Executive Vice President of Human Resources at Electronic Arts (EA) from 1998 until 2005. He was also with the PepsiCo companies for more than ten years, with the Pratt & Whitney division of United Technologies for two years, and in commercial radio as an on-air personality for six years. Rusty holds an M.S. in counseling and a B.A. in radio and television from Purdue University. In 2003 he was named a distinguished Purdue alumnus, and he and his wife, Patti, are the named benefactors of Purdue’s Patti and Rusty Rueff School of Visual and Performing Arts. He is a corporate director of Glassdoor.com and runcoach. He is the co-founder and Executive Committee Member of T4A.org, serves on the Founding Circle of The Centrist Project and a founding Board Member of The GRAMMY Music Education Coalition. He is also the co-author of the book Talent Force: A New Manifesto for the Human Side of Business. Rusty and his wife, Patti, reside in Hillsborough, CA and Charlestown, R.I.

day 2870: Situation…Task…Action…Result

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“No discipline is enjoyable while it is happening—it’s painful! But afterward there will be a peaceful harvest of right living for those who are trained in this way.”

Situation…Task…Action…Result.  These are the four areas that if you are interviewed by Amazon, that you can expect to have probed as a line of questioning.   Provide me a situation.  Tell me what was needed to be done.  Take me through what you did.  What results came from this?  It’s a pretty simple way to get to what we used to call behavioral interviewing.  Too many times though, we don’t follow this, or any line of standard interviewing and then we wonder why we get random outcomes in our hiring practices.  Like anything else, interviewing takes discipline and practice.  Oh, and not everyone is actually good at it, so we might want to make that assessment as well and keep those who are not so good, away from the candidates.  But, we if are diligent, rigorous and practice, we can become skilled enough to make a good, or at least the best, decision we can.  BTW, Amazon’s Situation…Task…Action…Result process, they believe produces S.T.A.R.s.

Just like in the interviewing process that takes discipline, we need to be disciplined in our the way we conduct our lives.  Discipline is not fun, but it is part of training.  And without training we don’t strengthen ourselves.  One can not come without the other, so when we feel the pain or the rigors of discipline, we can know that it is making us better.

Reference:  Hebrews 12:11 (New Living Translation)